Chair’s Award of Excellence
The Chair’s Award of Excellence is an opportunity to celebrate the outstanding achievements, dedication, and innovation demonstrated across our NHSGGC teams.
Consider submitting a nomination, to help recognise teams who go above and beyond to deliver exceptional care, improve services, and make a positive difference for patients, families, and communities.
Take this chance to showcase the incredible work happening within your team or a team that you know and ensure these achievements receive the recognition they deserve.
Chief Executive’s Award of Excellence
The Chief Executive Award of Excellence recognises individual members of staff who consistently demonstrate exceptional commitment, professionalism, and dedication in their role.
It is an opportunity to celebrate those who make a significant difference to patients, colleagues, and services through their hard work, innovation, and leadership.
If you know someone who goes above and beyond every day, nominate them and help ensure their outstanding contribution is recognised and celebrated.
Fairer Health Award
This award recognises individuals, teams, and initiatives that are helping to reduce health inequalities and improve health and wellbeing across our communities and workforce.
We are looking for projects, programmes, or approaches that have made a positive impact in areas such as healthy lifestyles, smoking cessation, physical activity, mental health, financial wellbeing, health inequalities, or wider wellbeing support.
If you have been involved in an initiative that is helping people live healthier, happier lives, or reduced inequality, we want to hear about it.
This award celebrates those who are creating healthier, fairer futures for the people and communities we serve.
Nursing and Midwifery
This award celebrates nurses, midwives, and nursing or midwifery teams who consistently demonstrate excellence in care, compassion, professionalism, and leadership.
Do you know someone who has made an exceptional difference to patients, families, or colleagues? Perhaps they have gone above and beyond to provide outstanding care, introduced improvements that enhance patient outcomes, or embodied the values and ethos of the profession every day.
Whether working in a hospital, community setting, or specialist service, we want to hear about the individuals and teams whose dedication and commitment deserve recognition.
Outstanding Care Award
Every day, individuals and teams across NHSGGC make a remarkable difference to the lives of patients, families, and communities. This award recognises those who consistently deliver exceptional care and demonstrate a commitment to quality, compassion, and excellence.
We are looking for examples of outstanding practice that have improved patient outcomes, enhanced experiences, increased safety, or transformed the way care is delivered. This may include innovative approaches, service improvements, collaborative working, or acts of exceptional dedication that have made a lasting impact.
Whether through a single achievement or sustained excellence over time, this award celebrates those who go above and beyond to provide the highest standards of care.
Supporting Our People Award
Our people are at the heart of everything we do. This award recognises individuals and teams who have made an outstanding contribution to creating a positive, inclusive, and supportive working environment.
We are looking for examples of initiatives, behaviours, or leadership that have improved staff experience, supported wellbeing, promoted equality, diversity and inclusion, strengthened teamwork, or helped colleagues develop and thrive.
Have you introduced a new approach to teamwork, supported staff wellbeing, championed diversity and inclusion, or helped colleagues develop and reach their potential? Do you know someone who consistently creates a positive working environment and supports those around them?
This award celebrates those who help make NHSGGC a great place to work and grow.
Sustainability and Value Award
Delivering high-quality healthcare requires innovation, responsible use of resources, and a commitment to continuous improvement. This award recognises individuals and teams who have found new ways to improve efficiency, productivity, sustainability, and value while maintaining or enhancing the quality of care.
We are looking for initiatives that have reduced waste, improved processes, made better use of resources, lowered environmental impact, or delivered measurable benefits for patients, staff, and services.
This award celebrates those who are helping NHSGGC maximise value today while safeguarding resources for the future.
Volunteer
Volunteers play an invaluable role in supporting patients, families, communities, and services across NHSGGC. This award recognises those who give their time, skills, and experience to make a positive difference.
We are looking for volunteers, patient representatives, Public Partnership Forum members, patient panel participants, and others who have gone the extra mile to improve experiences, influence services, or support the wellbeing of others.
If you know someone whose contribution has made a lasting impact through their commitment, enthusiasm, and generosity, tell us their story and help us celebrate their achievements.
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Rota Monitoring for Templates
NHSGGC is committed to providing New Deal compliant and educationally sound working pattern for all resident doctors on training rotas. Therefore, a robust monitoring arrangement was put in place to ensure that rota templates are compliant, and to highlight issues that may lead to non-compliance. The purpose of monitoring is to ensure that the rota working pattern that has been approved by the department, compliance teams, NHS Education for Scotland and the Scottish Government is fit for purpose; that the rota is suitable for the work you are doing.
Resident doctor rota monitoring will take place every 6 months, over a 2 week period. All training grade staff are expected to record hours of work and rest accurately by completing a set of electronic monitoring forms, and the opening page of the electronic system for monitoring has a validation statement you will electronically sign to this effect. All completed documentation is returned to your Monitoring Officer for analysis in accordance with New Deal and WTR regulations. Once rota monitoring for your template is complete, you will receive a copy of the results within the time limits laid out.
Under no circumstances during resident doctor rota monitoring, should staff falsely inflate or decrease the record of hours or rest or be requested to do so. If you are put under any pressure to amend your monitoring information, please contact Medical Staffing.
Resident Doctor Rota Monitoring Officers
Lynne Sutherland – Senior Monitoring Officer
Areas of responsibility
- Emergency Care North, South and Clyde
- Medical Services North and South
- Geriatric Medicine North and South
- Obstetrics & Gynaecology
- Sandyford
- South Stroke
- North and South Adult Cardiology
Andy Trench – Monitoring Officer
Areas of responsibility
- General Surgery North and South inc Surgical Specialities
- Anaesthetics North, South and Clyde
- Neonatology
- RHC and RAH Paediatric Medicine
- LTFT Applications Administrator
- WordPress Editor – HR Connect Web Content
Albert Chilambwe – Monitoring Officer
Areas of responsibility
- Clyde palliative medicine
- Diagnostics
- Regional inc INS
- Oral Health
- Paediatric Services for; Emergency Medicine, Surgery, Orthopaedics, Cardiology, PICU,
- Haematology Oncology and Anaesthetics
Claire Mortimer – Monitoring Officer
Areas of responsibility
- Clyde General Surgery
- Clyde General/Geriatric Medicine
- Clyde Orthopaedics and Urology
- Mental Health North and South
- Public Health
- Occupational Health
- General Practice FY2s
Rota Templates
Our rota templates must comply with two sets of regulations
- New Deal: is a package of measures designed to improve the conditions under which doctors in training worked. It provides guidance on hours of work, living and working conditions for all doctors in training
- Working Time Regulations (WTR): is a directive from the Council of Europe enshrined in UK law in 1998, to protect the Health and Safety of workers by setting minimum requirements for working hours, rest periods and leave
NHSGGC are responsible for ensuring that resident medical staff can work in compliance with New Deal and WTR requirements. Non-compliance could result in financial penalty to the NHS board in which you are working, and a possible loss of training posts for that department
The 3 main types of working templates are detailed below:
Full Shift Rota (most resident doctors work on this pattern)
- Work carried out is intensive and continuous throughout the 24-hour period.
- Shifts do not exceed 14hours.
- A minimum of 8 hours of rest between shifts is required.
- Natural breaks are required (at least 30 minutes of continuous rest after 4 hours of continuous working).
On Call Rota
- Work is considered to be low intensity, particularly during OOH.
- Normal working pattern exists Monday-Friday for all trainees on the rota, and then an on-call person takes over to cover the remainder of each 24hour period.
- Frequency of on call cover depends on the number of trainees on the rota.
- Duty periods cannot exceed 32 hours on weekdays, or 56 hours at the weekend.
- At least 12 hours of rest between duty periods is required.
- Doctors are expected to spend half of their on call duty period undisturbed, of which a minimum of 5 hours is continuous rest between 10pm and 8am.
Partial Shift & 24hr Partial Shift Rota
- Work is considered to be higher intensity than on call, but less so than shift working.
- Duty periods do not exceed 16hours or 24hours depending.
- Natural breaks are required during normal working hours, and at least ¼ of the out-of-hours duty period should be spent undisturbed.
There are no strict rules about the total hours worked in any week, but average weekly hours must be under 48 over a 26-week reference period (for full time working).
Doctors in training must follow a rota template which has been approved. The rota is agreed, prior to being put in place, by the department in which it will be implemented, the compliance team at the NHS board (for New Deal and WTR) and is reviewed by the Scottish Government. Changes in your working pattern (e.g. swapping a shift) could result in non-compliance (for example, insufficient rest period after a run of nightshifts). Therefore, any changes must be discussed in advance with the rota master to ensure that they will not lead to problems.
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